scholarly journals IMPLEMENTASI SELEKSI TERBUKA JABATAN PIMPINAN TINGGI (JPT) PRATAMA BAGI PNS DALAM RANGKA REFORMASI BIROKRASI DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN SUMEDANG PROVINSI JAWA BARAT

2018 ◽  
Vol 6 (1) ◽  
Author(s):  
Ismail Ismail
Keyword(s):  
Human Resources ◽  
Selection Process ◽  
Implementation Process ◽  
Civil Servants ◽  
Leadership Position ◽  
Leadership Positions ◽  
West Java ◽  
Edward Iii ◽  
Bureaucratic Structure ◽  
Bureaucratic Reform

Abstract Prior to the enactment of Law Number 5 of 2014 that concerning regulate State Civil Apparatus, filling in positions was not conducted openly, but rather featured superior privileges. After the birth of Law Number 5 Year 2014, open promotion has become one of the levers of the success of bureaucratic reform, this system is expected to prevent the politicization of bureaucracy, practicing of collusion, corruption and nepotism. Through open promotion, it will create a good system in the career of civil servants. Even though until now, it is imperative to carry out new open promotions at high leadership positions. The purpose of this study is to examine and analyze how the implementation process of open selection Pratama High Leadership Position for civil servants in the framework of bureaucratic reform in the Human Resources and Human Resources Development Agency of Sumedang Regency, West Java Province. The analytical tool in this study uses the implementation concept of George Edward III in Supriatna (2010: 175-176), there are 4 (four) variables in implementing a public policy, namely: “Communication, resources, disposition, and bureaucratic structure”. These four factors influence the success/failure of policy implementation. The research method is used qualitative research with descriptive methods and collecting data through observation and interview. The results of the research show that the implementation process has run quite well from the aspects of communication, aspects of resources, disposition aspects, and aspects of the bureaucratic structure but need to be maintained and improved again for the open selection process of the Pratama High Leadership Position in the framework of bureaucratic reform in Human Resources And Human Resources Agency Sumedang Regency, West Java Province. Keywords: implementation, open selection, pratama high leadership position, bureaucratic reform.

scholarly journals Civil Servants Performance Analysis of Education, Youth And Sports Department in Bantul District 2017

2019 ◽  
Vol 3 (1) ◽  
pp. 35
Author(s):  
Surya Jaya Abadi ◽  
Muhammad Eko Atmojo ◽  
Helen Dian Fridayani
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Good Governance ◽  
Health Workers ◽  
Civil Servants ◽  
Public Servants ◽  
Organization Management ◽  
Institutional Aspects ◽  
Bureaucratic Reform ◽  
And Training

Bureaucratic reform is an effort to reform and change fundamentally in a system of governance that involves institutional aspects (organization), management (business process) and human resources apparatus to realize good governance. In Law No. 5 of 2014 concerning the State Civil Apparatus where has a function as the executor of public policy and public servants. The lack of civil servants within the Bantul Regency Government, such as teachers, health workers and technical personnel, are caused by the presence of retired employees and the enactment of the civil servants candidate (CPNS) moratorium policy which causes the workload (ABK) figures of an organization and employees to be heavier than before which can affect public service quality. The method used in this study is descriptive qualitative. The results showed that the performance of civil servants in the Education, Youth and Sports department was very good, besides that the arrangement of work plans was also in accordance with the standards of the organization. However, there are some obstacles, especially in the timeliness of completing assignments, and the ideas or initiatives of civil servants in delivering ideas are still lacking. Meanwhile, the factors that influence civil servants performance in carrying out their tasks are lack of human resources, the presence of seniority and the lack of awareness of ASN about the importance of implementing education and training.

scholarly journals Implementasi Kebijakan Penataan Ruang Terbuka Hijau Publik Di Kabupaten Sidoarjo

2020 ◽  
Vol 6 (2) ◽  
pp. 129
Author(s):  
Yurrike Chintya Dewi ◽  
Isna Fitria Agustina
Keyword(s):  
Program Implementation ◽  
Open Space ◽  
Implementation Process ◽  
Sampling Technique ◽  
Standard Operating Procedure ◽  
Four Dimensions ◽  
The Public ◽  
Edward Iii ◽  
Bureaucratic Structure ◽  
Field Supervisors

This research was conducted aiming to describe and analyze the implementation of the public green open space structuring policy in Sidoarjo Regency and to describe and analyze the constraints in the public green open space structuring policy in Sidoarjo Regency. The method used in this study is a descriptive qualitative method with the technique of determining the informants using purposive sampling technique. Data collection techniques through interviews, observation, and documentation as well as data analysis techniques through data reduction, data presentation, and conclusion drawing. The results of this study indicate that of the four dimensions of policy implementation according to Edward III which includes communication, resources, disposition, and bureaucratic structure. The first dimension result is that communication has not gone well because there is no information delivery to the public in the form of socialization related to green open space. Resources in the implementation of public green open space structuring policies are inadequate. Disposition in the implementation of the public green open space structuring policy is appropriate and the gardening section as the implementer of the green space program. The bureaucratic structure has not gone well due to the absence of SOP (Standard Operating Procedure) as a guideline for program implementation and found several obstacles that hamper the implementation process, namely budget constraints, lack of field supervisors, and lack of community participation due to lack of socialization.

scholarly journals Implementasi Kebijakan Disiplin Pegawai Negeri Sipil Di Balai Latihan Kerja Mandiri Provinsi Jawa Barat

2018 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Sahya Anggara ◽  
Mohamad Ichsana Nur ◽  
Ahmad Daroni
Keyword(s):  
Policy Implementation ◽  
Government Regulation ◽  
Working Hours ◽  
Civil Servants ◽  
Successful Implementation ◽  
Training Center ◽  
The West ◽  
West Java ◽  
Implementation Model ◽  
Bureaucratic Structure

The purpose of this study was to determine the policy implementation of Government Regulation Number 53 of 2010 concerning Discipline of Civil Servants at the Independent Training Center of West Java Province. The method in this reseach used is descriptive qualitative method. In this study, researchers examined the implementation of policy, the researchers used the theory of policy implementation model Edward III in Widodo (2017) about four factors that play an important role in achieving successful implementation, namely communication, resources, disposition, and bureaucratic structure. Data were obtained through observation, interviews, documentation, and library studies and using data analysis techniques according to Miles and Huberman. The results of the study, the Implementation of Government Regulation Number 53 of 2010 concerning Discipline of Civil Servants at the West Java Provincial Independent Training Center has not run optimally. First, communication has gone well because of the distribution of the regulations to the staff. Second, the resources are not optimal because the number of human resources in the West Java Province Independent Training Center is still lacking and the preparedness needs to be improved. Third, the disposition has been well seen from the willingness of the Employees to attend the morning rally, obey working hours, and carry out tasks responsibly. Fourth, the bureaucratic structure has been effective because the West Java Provincial Training Center already has Standard Operating Procedures and clear fragmentation procedures

scholarly journals STANDAR KOMPETENSI JABATAN ASN (STUDI PADA JABATAN PIMPINAN TINGGI PRATAMA DI LINGKUNGAN INSPEKTORAT KABUPATEN MAJALENGKA PROVINSI JAWA BARAT)

2020 ◽  
Vol 7 (2) ◽  
pp. 147-172
Author(s):  
Sulthon Rohmadin ◽  
Yusi Eva Batubara
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Delphi Technique ◽  
Leadership Positions ◽  
Managerial Competencies ◽  
Technical Competencies ◽  
Expert Meeting ◽  
Job Competency ◽  
High Level ◽  
Bureaucratic Reform

In line with the President Jokowi’s Government Vision for the 2019-2024 period which focuses on “Excellent human Resources”, the bureaucratic reform requires the structuring and strengthening of apparatus resources, one of which is through ASN position competency standards. Job competency standards are used for employee procurement, appointment in office, promotion, transfer between positions, career development and awards for ASN. The method used in this study is tailor made method combined with FGD (expert meeting) method with related bureaucratic apparatus, and Delphi technique, which is one of the techniques for involving stakeholders in decision making/policy by gathering opinions through questionnaires/questionnaire. This study resulted in the concept of competency standards for high-level leadership positions in the Majalengka Regency Inspectorate consisting of managerial competencies (8 competencies), socio-cultural competencies (1 competency), technical competencies (8 competencies) and government competencies (17 competencies)

scholarly journals ANALYSIS OF MERIT SYSTEM IN THE OPEN PROMOTION OF HIGH LEADERSHIP POSITIONS FOR WOMEN IN THE MINISTRY OF HOME AFFAIRS

2021 ◽  
Vol 8 (3) ◽  
pp. PROGRESS
Author(s):  
Tian Nirwana
Keyword(s):  
Career Development ◽  
Service Sector ◽  
Selection Process ◽  
Primary Data ◽  
Research Approach ◽  
Leadership Positions ◽  
Representation Of Women ◽  
Track Record ◽  
Merit System ◽  
Bureaucratic Reform

Law Number 5 of 2014 concerning State Civil Apparatus (ASN) is a manifestation of bureaucratic reform in the civil service sector through the implementation of ASN management based on a merit system, one of which is open selection for High Leadership Position (JPT). However, open selection based on a merit system has not been implemented optimally. The representation of women in the JPT is still less than that of men. Female Civil Servants (PNS) tend to decline when entering JPT Echelon I and II. Moreover, the number of female registrants in the JPT open selection was far less than male registrants. The lack of representation of women in the JPT also shows a glass ceiling in women's career development. This research aims to analyze the application of the merit system in the open promotion of JPT for women and find out the factors that affect the vertical mobility of women in the bureaucracy. This research was conducted at the Ministry of Home Affairs with a postpositivist research approach and qualitative data collection techniques. Primary data was obtained through interviews with informants related to the implementation of open selection and female High-ranking Officials (PPT) at Ministry of Home Affairs, and secondary data was obtained through documents. The results showed that based on the theory of The Best Person for Any Given Job, the filling of JPT at Ministry of Home Affairs had not been fully implemented based on merit criteria because it has not implemented a succession plan. There is also an assumption of political domination because there is a Pelaksana Tugas (Plt) JPT with a term exceeding the applicable provisions. Meanwhile, based on the theory of The Selection Process, differences in administrative requirements were found in the announcement of vacancies at Ministry of Home Affairs with the Regulation of the Minister for Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019 concerning Filling High Leadership Positions in an Open and Competitive in Government Agencies. The track record tracking process is only done through curriculum vitae without tracking the track record to the applicant's place of origin. Monitoring and evaluating PPT performance appraisals are not carried out regularly and continuously but only based on the Employee Performance Target (SKP) document every year. In addition, there are no barriers either from the organization, themselves, or the obstacles of prejudice toward female leaders, which hinder women's career development. However, women's interest in registering for selection tends to less, and there are incomplete supporting facilities for women's productivity.

scholarly journals Analisis Kebutuhan dan Kondisi Jabatan Fungsional di Lingkungan Sekretariat Daerah Provinsi Jawa Barat

2019 ◽  
Vol 10 (1) ◽  
pp. 68-77
Author(s):  
Novi Soviyanti
Keyword(s):  
Career Development ◽  
Research Method ◽  
Qualitative Method ◽  
Civil Servants ◽  
Specific Work ◽  
Leadership Positions ◽  
The West ◽  
West Java ◽  
Functional Position ◽  
Structural Positions

 The study presented in this paper is to analyze Functional Position which is an alternative in the career development of civil servants, in addition to structural positions such as supervisors, administrators, and high leadership positions. Being a functional official must have certain skills and skills and carry out specific work independently and by their skills and skills. This study aims to identify the needs and conditions of functional positions within the Regional Secretariat of West Java Province. The research method used is a qualitative method, which intends to understand and examine holistic phenomena about functional positions. The results of this study are the identification of the needs and conditions of functional positions, including librarians, staff analysts, and legislators, which can then be used to formulate functional position formations, especially within the West Java Provincial Secretariat. Abstrak Studi yang disajikan dalam makalah ini adalah  menganalisis Jabatan Fungsional yang merupakan alternatif dalam pengembangan karier PNS, disamping jabatan struktural seperti  pengawas, administrator dan jabatan pimpinan tinggi. Menjadi pejabat fungsional harus  memiliki keahlian dan keterampilan tertentu serta melaksanakan pekerjaan yang spesifik secara mandiri dan sesuai dengan keahlian dan keterampilannya tersebut.Penelitian ini bertujuan untuk mengidentifikasi kebutuhan dan kondisi jabatan fungsional di lingkungan Sekretariat Daerah Provinsi Jawa Barat. Metode penelitian yang digunakan adalah metode kualitatif, yang bermaksud untuk memahami dan meneliti fenomena secara holistik tentang jabatan fungsional. Hasil penelitian ini adalah teridentifikasinya kebutuhan dan kondisi jabatan fungsional, diantaranya adalah Pustakawan, Analis Kepegawaian dan Perancang Peraturan  perundang-undangan, yang selanjutnya dapat digunakan untuk menyusun formasi jabatan fungsional, khususnya di lingkungan Sekretariat Daerah Provinsi Jawa Barat.

scholarly journals IMPLEMENTASI KEBIJAKAN DISIPLIN PEGAWAI DI BALAI LATIHAN KERJA MANDIRI PROVINSI JAWA BARAT

2019 ◽  
Vol 14 (4) ◽  
pp. 2367
Author(s):  
Engkus Engkus
Keyword(s):  
Policy Implementation ◽  
Government Regulation ◽  
Working Hours ◽  
Civil Servants ◽  
Training Center ◽  
Literature Study ◽  
The West ◽  
West Java ◽  
Edward Iii ◽  
Using Data

The problem in this study is that there are still: employees who do not comply with working hours, do not carry out morning apples, leave work hours for personal gain, and lack awareness in using working hours optimally. The purpose of this study was to determine the implementation of the policy and to find out the factors that influence the discipline of civil servants at the West Java Provincial Independent Training Center. The research method used is descriptive qualitative method. The instrument of this research is the researchers themselves while the research informants are Civil Servants at the Independent Training Center of West Java Province. Data obtained through observation, interviews, documentation, and literature study using data analysis techniques according to Miles and Huberman. In this study, researchers used the George Edward III model policy implementation theory. The results of the study show that the Policy Implementation of Government Regulation Number 53 of 2010 concerning Discipline of Civil Servants at the West Java Provincial Independent Training Center has not run optimally. Supporting factors in implementing this policy are facilities and infrastructure, the existence of awards and incentives, and clear Standard Operating Procedures (POS). While the inhibiting factors are the low intensity of socialization, as well as human resources and readiness in implementing disciplinary regulations are not sufficient.

scholarly journals Implementasi Kebijakan Reformasi Birokrasi Bidang Aparatur Sumber Daya Manusia pada Biro Sumber Daya Manusia Kepolisian Daerah Kalimantan Tengah

2016 ◽  
Vol 2 (2) ◽  
pp. 20-23
Author(s):  
Muhaimin Noor ◽  
Purwadi Sigit Sulistiyo
Keyword(s):  
Human Resources ◽  
Research Method ◽  
Qualitative Approach ◽  
Central Kalimantan ◽  
Promotion Program ◽  
Implementation Model ◽  
Police Data ◽  
Edward Iii ◽  
Bureaucratic Reform ◽  
Good Attitude

This study aims to describe and analyze bureaucratic reform in the Human Resources Bureau of the Central Kalimantan Regional Police in the field of human resources. The research method used is descriptive with a qualitative approach. The sources of this research consisted of the Head of the Bureau of Rena, Central Kalimantan Regional Police, and the Head of Sub-Department of Human Resources at the Central Kalimantan Regional Police. Data collection techniques used in the form of interviews, observation and documentation. Data analysis is done by collecting data, reducing data, presenting data and drawing conclusions. The results of this study indicate that the Manuia Resource Bureau of the Central Kalimantan Regional Police has implemented bureaucratic reform in the field of human resources. Berntuk for bureaucratic reform is the presence of the Quick Wins open promotion program. In general, the Quick Wins open promotion program has gone well. According to the results of the analysis using the George Edward III (1980) implementation model, results were obtained: the dimensions of communication consisting of transition, clarity, and consistency of information were good; the resource dimension consists of human / staff resources, budget, facilities, information, and good authority; dimension of disposition, implementation has shown a good attitude; while the dimensions of the bureaucratic structure consisting of SOP and fragmentation are good. But in reality in the field there are a number of interested people for open promotion programs that are still lacking

Analysis Of Open Selection Mechanism In The Government Of Bantul District 2016

ARISTO ◽  
2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Vindhi Putri Pratiwi ◽  
Muhammad Eko Atmojo ◽  
Dyah Mutiarin ◽  
Awang Darumurti ◽  
Helen Dian Fridayani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
The State ◽  
Selection Mechanism ◽  
Government Bureaucracy ◽  
The Government ◽  
Bureaucratic Reform ◽  
Depth Interviews

The purpose of this research is to see the open selection mechanism in the government of Bantul district. Because the success of bureaucratic reform is a part of human resources within the government bureaucracy. Therefore it is necessary to have human resource management to realize a state of civil apparatus with integrity, professionalism and competence. In this study, researchers used qualitative approach methods. Where in the technique is done in-depth interviews to get information and gather other supporting documents on this research. Human resource management could be done by structuring employees through an open selection mechanism. The Government of Bantul District has conducted an open selection in structuring employees who are in their government. Because the open selection is considered a solution in the screening of the state civil apparatus. Moreover, the Bantul Government in the open selection process uses several stages including administration selection, competency tests, interviews, and paper presentations. With the existence of several stages carried out in the open selection process by the Bantul Government, it is expected to capture and create a state civil apparatus who are professional and competent in running of bureaucracy in the government. So the existence of the state civil apparatus competent then will be influenced in its performance.

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

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